C_THR81_2311 SAP Certified Application Associate - SAP SuccessFactors Employee Central Core 2H/2023 Questions and Answers

How do you configure alert recipients?

Your customer would like to autogenerate the Position Code to avoid manual entry. Which of the following are prerequisites to achieve this requirement? Note: There are 3 correct answers to this question.

How do you create country/region-specific fields (CSF) for a country that does NOT have pre-delivered Legal Entity CSF fields? Note: There are 3 correct answers to this question.

Which action in the THEN statement is used for propagation?

Which of the following are possible options when working with SAP SuccessFactors Employee Central employee identifiers? Note: There are 3 correct answers to this question.

What is the recommended practice to start the event reason derivation rules?

What does it mean when a position is subjected to capacity control?

In which of the following HRIS elements do you assign workflow derivation rules for new hires?

Your customer would like to automate its company's HR transactions. This includes auto-populating fields to reduce data entry errors and automating approvals during self-service transactions.

You are asked to create the following rules based on your customer's requirements:

• Three event reason derivation rules (ERD1, ERD2, ERD3)

• A separate catch-all event reason derivation rule (ERD-Catch)

• A workflow derivation rule based on event reasons (WFD)

• A rule to auto-populate the Job Title. Pay Grade, and Employee Class field values in the Job Information whenever the job code is changed (Defauit_JobClass)

• A rule to use AddressChange workflow for any address change requests (WFD_Address)

• A cross-entity rule to auto-calculate the Base_Salary amount based on

) changes to the FTE value for any event other than Hire or Rehire

(Joblnfo_FTE_Comp)

Answer the questions to ensure the event reasons and workflow rules adhere to SAP SuccessFactors recommended practices.

Which clause meets the WFD_Address rule requirement?

A)

B)

C)

D)

A business rule triggers a transfer event reason when an employee's location is changed. Which base object would you use for this business rule?

In which order must you assign the rules?

In which order must you assign the rules?

How do you set the Event Reason Derivation rule to ensure event reasons are NOT overwritten?

Your client is live with the employee transfer process in the production instance. The workflow shown in the screenshot is triggered when an employee transfer is initiated. What is the expected behavior of this workflow?

Where do you enable the Incumbent of Parent Position option to filter positions in Hire, MSS Job Information and History?

Which of the following processes in Position Management are controlled from Position Management Settings? Note: There are 3 correct answers to this question.

Manager A initiated a job code change for Employee X with an effectivity date of January 15. Another manager initiated the same request, but for January 30. What happens to the workflows triggered by both transactions?

According to SAP guidelines, what can you do in the event picklist when configuring events and event reasons? Note: There are 3 correct answers to this question.

You have a global customer who has legal entities in multiple countries The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Self-Service and Manager Self-Service. The customer also has payroll integration with different systems and for some countries, the data ts manually maintained in the payroll system.

The requirements are as follows

• Employees should be able to update their Personal information, including Last Name Marital Status, and Nationality fields

• Managers should be able to update Job information on the employee's profile but limited only to Location, Cost Center Probation Period, Probation Period Start Date and Probation Period End Date

• Only HR admins should have access to approve the workflows, and the manager should only get CC notifications for Personal Information (Name Marital Status. and Nationality change) For all other changes, the manager should not get any information or notification

• HR admins should be able to change Personal information as well as Employment Information and the HR Business Partner needs to approve these If the HR admin needs to change the Compensation Information approval will need to be granted by their own manager

• For one country, there needs to be another approval from the data team, who will manually maintain the payroll system.

The table below summarizes the permissions for each role:

The HR admin has to change the salary of an employee, which will trigger a workflow for the employee's manager. The employee's manager should be able to edit the transaction if the proposed amount is NOT correct. Where in the workflow do you need to define this? Refer to the screenshot to answer the question.

Which mathematical formula must be set in the THEN condition to meet the JobInfo_FTE_Comp rule requirement?

Which pre-delivered objects are configured in the Corporate Data Model? Note: There are 3 correct answers to this question.

You have a global customer who has legal entities in multiple countries. The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Self-Service and Manager Self-Service The customer also has payroll integration with different systems and for some countries, the data is manually maintained in the payroll system

The requirements are as follows

• Employees should be able to update their Personal information, including Last Name. Mantel Status, and Nationality fields

• Managers should be able to update Job Information on the employee's profile, but limited only to Location, Cost Center, Probation Period. Probation Period Start Date and Probation Period End Date

• Only HR admins should have access to approve the workflows and the manager should only get CC notifications for Personal Information (Name Mantel Status, and Nationality change) For all other changes, the manager should not get any information or notification

• HR admins should be able to change Personal Information as well as Employment Information and the HR Business Partner needs to approve these If the HR admin needs to change the Compensation information, approval will need to be granted by their own manager

• For one country, there needs to be another approval from the data team, who will manually maintain the payroll system

The table below summarizes the permissions for each role:

When the manager updates the location of an employee, the HR admin must be the approver. Note that the HR admin, manager, and HR Business Partner have access to change the location.How do you create the IF condition for the workflow derivation rule to meet the above requirements?

A)

B)

C)

D)